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Hodson R. Gender differences in job satisfaction. The Sociological Quarterly 1989; 30(3): 385-399.

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Article

Domain-Specific Job Satisfaction among Bankers in Calabar, Southern Nigeria

1Department of Epidemiology and Medical Statistics, Faculty of Public Health, College of Medicine, University of Ibadan, Nigeria

2Department of Public Health, Faculty of Basic Medical Sciences, Adeleke University, Ede, Osun State, Nigeria

3Department of Community Medicine, Faculty of Public Health, College of Medicine, University of Ibadan, Nigeria


Journal of Business and Management Sciences. 2018, Vol. 6 No. 2, 50-53
DOI: 10.12691/jbms-6-2-4
Copyright © 2018 Science and Education Publishing

Cite this paper:
S Bello, M.M Salawu, MC Asuzu. Domain-Specific Job Satisfaction among Bankers in Calabar, Southern Nigeria. Journal of Business and Management Sciences. 2018; 6(2):50-53. doi: 10.12691/jbms-6-2-4.

Correspondence to: S  Bello, Department of Epidemiology and Medical Statistics, Faculty of Public Health, College of Medicine, University of Ibadan, Nigeria. Email: drsegunbello@yahoo.com, sb@cochrane.dk

Abstract

Background: Job satisfaction has been defined as the overall attitudes, feelings and emotions of workers towards their work experience and employees' attitudes towards individual aspects of their job which is more useful at determining specific areas for improvement. The objective of this study was to assess job satisfaction in specific domains of the work environment among bankers in Calabar. Methods: This was a cross-sectional study conducted among bankers who had worked at the commercial banks for at least six months. A cluster sampling technique was adopted with each bank representing a cluster. Nine commercial banks and one microfinance bank were randomly selected. A pretested standard self-administered questionnaire, the job satisfaction survey (JSS) inventory which contains 36 items assessing satisfaction on the nine subscales was used for data collection. Data management was done with SPSS 14.0. Univariate statistical models were used to evaluate levels of satisfaction with various facets of work. Level of significance was set at 5%. Result: The mean age of respondents was 30.5 ± 3.9 years. About half (54.4%) of respondents were males. 55.5% were in the 30-39 years age group and 53.6% had worked for 3-5 years in their current employment. Overall mean job satisfaction score was 145.9 ± 25.6. Mean job satisfaction scores were highest for Nature of work, Supervision, Communication and Co-workers domains. Using Spector recommendation, 71 (46.7%) of respondents had overall job satisfaction, 41 (27.0%) were undecided and 40 (26.3%) were dissatisfied. About two-fifth of respondents were dissatisfied with pay 61(40.1%), fringe benefits 67 (44.1), operating procedures 58(38.2%). Respondents who were 40 years or older had higher overall mean satisfaction than younger bankers p>0.05. However, respondents who had worked for 3-5 years had significantly lower mean job satisfaction score than respondents who had worked for two or less years, and respondents who had worked for 6 or more years (p=0.01). Conclusion: This study showed that the bankers had overall satisfaction with their job; however, there was average to poor job satisfaction in different work domains. Workers’ job satisfaction should be rated based on the work domains and not overall work in order to attend to and improve the work domains as required, thus enabling a healthier work force in the banking industry.

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